What information does the employer have the right to know when recruiting?

Employers have the right to know the study experience, work experience and professional qualifications of candidates when recruiting.

Learning experience: Learning experience generally includes professional study, internship, re-education, advanced study, guidance of seniors, etc. Where did you study, where did you graduate, what year and where did you train? Education is generally as long as the highest education is clearly filled in.

Work experience: Work experience refers to all the work history records of the applicant, whether paid or unpaid, full-time or part-time. Work experience includes the interviewer's entry and exit dates, full name of the company, work place, position or position, specific work content and responsibilities.

Occupation qualification: Occupation qualification is the basic requirement of knowledge, technology and ability necessary to engage in a certain occupation. Professional qualifications include professional qualifications and professional qualifications.

Matters needing attention in recruitment

1. Standardize the recruitment process and establish a scientific and effective recruitment system. The quality of recruitment does not depend on your expenses, but on clear job requirements, suitable recruitment methods and standardized recruitment procedures. In order to prevent the phenomenon of camouflage in the recruitment process, recruiters must formulate recruitment processes and procedures, including determining recruitment needs, releasing recruitment information, informing recruitment results, and evaluating recruitment itself.

Recruiters should get more information about job seekers. Recruiters are required to actively collect information about job seekers, including interviews and psychological tests, in order to obtain hidden information of job seekers, such as personality, potential and personality. Recruiters can also verify the authenticity and ability evaluation of job seekers' materials through various channels, such as former employers, graduate schools of job seekers and headhunting companies.

3. Recruiters should adopt different recruitment skills and methods. Recruiters can conduct psychological tests, professional skills tests and interviews when evaluating candidates. In addition, error correction technology should be adopted to overcome information asymmetry, and the recruitment technology of "trusted information transfer method" should be applied according to the changes and different stages of information development. Of course, it is profitable for recruiters to obtain information, but it also needs to pay a certain cost. The degree to which recruiters should obtain information depends on the balance between the cost and income of the enterprise.